The Fair Work Ombudsman

While employee pay and entitlements can differ, one thing every employee must get is a pay slip within 1 working day of every pay day. There’s certain info that must be included on a pay slip, like an employee’s hourly rate (if they’re paid one), your Australian Business Number, any loadings and more. Check our website for info, templates and a free Record-keeping and pay slips online course: https://lnkd.in/gpY69Nmu

We recovered $473 million for nearly 160,000 underpaid workers in 2023-24, taking back-payments to $1.5 billion across the last three years. The recoveries came in a year where we secured the largest penalties in our 15-year history, with litigations leading to $21.2 million in court-ordered penalties. More than half of the 2023-24 recoveries came from large corporate sector employers, who together back-paid more than $333 million to nearly 110,000 underpaid employees. This sector (a continuing priority area for us) has had a cumulative $877 million back-paid to workers since July 2020. The Fair Work Ombudsman has created a firmer culture of accountability across workplaces where Australia’s largest employers, like all others, are expected to prioritise compliance. Our investigations and enforcement actions send a clear message that employers must place a higher priority on ensuring they are meeting their workers’ legal entitlements, and that includes by improving their payroll systems and governance, and investing in advice. Read more here: https://lnkd.in/gmsjgPaM

Employees can be directed to take annual leave during a shutdown if their award or enterprise agreement allows it. Some awards require you to give employees advance notice in writing. Check what applies here: https://lnkd.in/d96EyMg

Our new Reconciliation Action Plan (RAP) outlines our commitment to reconciliation, and the practical steps we’ll take to build trust, understanding and respect between First Nations people and the wider Australian Community. It features artwork (pictured) called 'Stepping Forward' by First Nations creative professional Timothy Buckley created on his traditional lands, Yugambeh Country. View our new RAP here: https://lnkd.in/gP4BwV4P

The Fair Work Commission has announced minimum award rates will increase from 1 January 2025 for eligible aged care sector employees. The increase an employee gets will depend on their award and classification. It will apply to: ·      direct care workers covered by the Aged Care Award including nursing assistants who were previously covered by the Nurses Award ·      indirect care workers covered by the Aged Care Award ·      aged care employees covered by the Social, Community, Home Care and Disability Services Award (SCHADS Award) including nursing assistants who were covered by the Nurses Award. The new pay rates include the interim 15% wage increase that took effect from 30 June 2023. Learn more about the increase and use our Pay Calculator and pay guides to check the new rates: https://lnkd.in/gtfDhUPj

FACT: Just because you call someone a ‘contractor’ doesn’t automatically make them one. If their relationship with your business meets the criteria of an employment relationship, using the appropriate test, they’re legally an employee. In many cases, being called a ‘contractor’ in a contract (even a written one) won’t change this. Find more info about contractors in the building and construction industry, including other contractor myths on our website: https://lnkd.in/gy_9VQcD

We’ve worked together with the Fair Work Commission to develop a range of new resources to help workers and employers learn about how they can shape their workplace conditions: https://lnkd.in/ga-72nWt

Hiring Christmas casuals? Most casual pay rates have changed since last year’s holiday period, so it’s important to check the relevant minimum rate before advertising a role. TIP: Although not required, it’s a good idea for a job ad to say if a position is for a fixed period (e.g. over the holiday season only) or if working on public holidays is required, so potential applicants have a clear picture of the role. Remember, it’s against the law to advertise a job with a pay rate less than the legal minimum. We’ve got more info about prohibited job ads, including a free job ad template, to help you stay off our naughty list: https://lnkd.in/gfsFZV6s

Rules about an employee’s minimum engagement per shift come from their award or enterprise agreement. For employees under the Fitness Industry Award, whether they are full-time, part-time or casual, and even their classification, helps determine their minimum shift length. For example: ·      a full-time employee is engaged for 38 hours per week, with the minimum engagement depending on their rostered hours. ·      a part-time employee must be rostered for a minimum of 3 consecutive hours per shift. ·      while most casual employees under the Fitness Industry Award are also entitled to a minimum 3-hour shift, if they are an instructor, trainer, tennis coach or trainee undertaking practical work, then the minimum shift length may be one hour instead. There’s more info about minimum engagement under other awards here: https://lnkd.in/eT_wjgbg

Are you responsible for paying staff in the fast food, restaurants and cafes sector? Our tools make compliance easier. 1.      Use our Pay Calculator to check award wages and penalty rates 2.      Access pay slip, roster, job ad and job description templates 3.      Refer to our hiring checklists, award summaries and best practice guides 4.      Look at our employer’s guide to annualised wage arrangements 5.      Contact our small business Employer Advisory Service for written award coverage advice Our website has more info for fast food, restaurants and cafés sector here: https://lnkd.in/gamrQx-9